The Recruitment and selection Process of Robi Axiata Limited

BANGLADESH UNIVERSITY of PROFESSIONALS

Assignment on:
The Recruitment and selection Process of Robi
Axiata Limited

Course Name: Human Resource Administration

Submitted By, Submitted To,

Roll: 19161010 Lecturer, Department of Public

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The Recruitment and selection Process of Robi Axiata Limited

ABSTRACT

Human Resource Management has become an essential component the development process.

This is because any development process in an organization is driven by the human

resources. This paper deals with exciting human resource recruitment and selection Process

of “Robi Axiata Limited” about how this particular topic came into being followed by the

objective of this term paper, the research question that has been followed to collect data and

the limitations that are involved. It is an overview on Robi Axiata Limited is provided which

includes the consolidated information about the company.After that of this term paper defines

recruitment, the different types and approaches of recruitment and how important this

concept is for any organization.Recruitment process of Robi Axiata Limited has been

discussed in details.

Both primary and the secondary data have been used in this study. The primary data has been

collected through the questionnaire survey method. The secondary data has been collected

from various published documents in the form of books, journals and articles.

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The Recruitment and selection Process of Robi Axiata Limited

Introduction

Recruitment is defined as a process to discover the sources of manpower to meet the

requirements of the staffing schedule and to employ effective measures for attracting that

manpower in adequate numbers to facilitate effective selection of an efficient workforce.

Selection is the process of picking or choosing the right candidate, who is most suitable for a

vacant job position in an organization. In others words, selection can also be explained as the

process of interviewing the candidates and evaluating their qualities, which are required for a

specific job and then choosing the suitable candidate for the position. The selection of a right

applicant for a vacant position will be an asset to the organization, which will be helping the

organization in reaching its objectives.

Basic Rules of Recruitment in ROBI

 For recruitment ROBI HR follow some rules. These rules are set up by HR for better

recruitment and selection. The rules are

 ROBI Recruitment is to hire the right kind of people at the right place selecting them

through an effective process from a pool of candidates in the job market. Effective

recruitment shall ensure the competency and high quality performance of the whole

organization.

 Axiata (Bangladesh) Limited (ROBI) Recruitment does not allow any favor or

preferential treatment to anyone.

 No one who is below 18 years of age can be hired as an employee for ROBI on

regular, contract or temporary status.

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The Recruitment and selection Process of Robi Axiata Limited

 Under no circumstances a regular or contract employee of any other organization is

allowed to undertake regular or long-term contract employment in ROBI.

 The employment status can be changed from regular to contract or vice versa

depending on the situation arising from Company need or a situation that arises on the

ground of performance.

Role of Human Resources in Recruitment & Selection

Process

In recruitment and selection process the main role is played by HR division. The process is

start with manpower requisition and end with appointment. When there is a need of

manpower, the required department send the manpower requisition to HR consist the

approval of MD. Then HR starts the process. The process include some step or task that done

by a sequential order. First step is manpower requisition. When the requisition comes HR

starts sorting suitable CVs for that post. After sorting of CV the second step starts. The

second step is written exam. When a candidate passed the written exam then he or she gets

call for interview. Generally the candidates have to face one interview but sometimes they

have to face two interviews. After interview a candidate is selected by the interviewers. Then

the selected candidate has to go for medical checkup. Last of all he gets the appointment.

This is the procedure that ROBI HR follow to recruit people. Actually in ROBI the

recruitment and selection is totally control by HR Division. HR Division makes the policy for

recruitment and selection and also takes decision sometimes that a department required

manpower. When the requisition comes HR starts the process. HR also supervise that

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The Recruitment and selection Process of Robi Axiata Limited

Recruitment and Selection are not simply mechanisms for filling vacancies rather they are

viewed as the key factor for suitable placements.

For a better recruitment and selection process HR arrange done some task like-

 Collecting suitable and better CVs

 Arranging written exam

 Arranging interviews

 Ensure medical tests

 Appointment letter and others

Objective of the Study

Broad Objective:

To analyze the efficiency and sustainability of the recruitment process of a leading telecom
operator.

Specific Objectives:
1. Analyze interviewee short listing process ,
2. Examine the interview process planning ,
3. Analyze department managerial involvement in recruitment process ,
4. Identify the efficient recruitment process .

Research question

1. What are the ways that could be used by Robi in order to increase employee's satisfaction?

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The Recruitment and selection Process of Robi Axiata Limited

2. What benefits will be given to the employees of Robi Axiata Company?

3. What strategies does Robi follows to recruit its employees? And Are the employees their

first priority?

Data Collection

This term paper is purely a qualitative research and the following methods have been used

to obtain data for the preparation and analysis of this term paper.The sources of data are as

follows:

• Company website and other relevant websites

• Articles and past reports in this context of the report,

Qualitative research was more appropriate than Quantitative research because the latter is

used to quantify the problem by way of generating numerical data or data that can be

transformed into statistics. This particular method of research includes measurable data to

formulate facts. The data collection methods are more structured than that of Qualitative

research.

Analysis and Discussion

Recruitment and selection Policy of Robi Company

As we know, Recruitment refers to the process of finding possible candidates for a job or

function, usually undertaken by recruiters. It also may be undertaken by an employment

agency or a member of staff at the business or organization looking for recruits. And

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The Recruitment and selection Process of Robi Axiata Limited

Selection is a process by which candidate’s employment are divided in to two classes those

who will be offered employment and those who will not.

In ROBI recruitment and selection is done by a specific process and which is very much

modern. It starts with the manpower requisition and end with appointment. And after that

ROBI arrange various types of training and development program for the employees to

develop their skill. In true sense ROBI follow a developed recruitment process for selecting

right people in right place.

Recruitment Sources

First and foremost, step of recruitment is collecting CVs from sources. There are two sources

of recruitment:

 Internal source (within the

organization)

 The external job market.

Internal Sources

For encouraging the internal candidate, job vacancies in ROBI may be advertised through

internal notices to all Axiata (Bangladesh) Ltd (ROBI) employees. Recruitment from the

internal source may be through Promotion or delegating individuals with new assignments. In

the case of internal sourcing, HR along with the concerned Division/Department will identify

prospective candidates on the basis of Individual Capability matching with Competency/Role

Profile and will conduct appropriate tests to select the most suited person. In internal source

ROBI consider mainly three types of employees:

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The Recruitment and selection Process of Robi Axiata Limited

 Contractual

 Part-Time

 Interns

Contractual employees are those who are working in a contact of six months or one year. And

part-time employees are those who work in Call Center. And also interns, after completing

their internship and completing their graduation can apply for job.

External Source

In short external sources mean collecting CVs from outside. ROBI collect a lot of CVs from

outside. Recruitment from external sources will be through

• Executive search – for Senior Managers and Above Positions.

• Advertisements – for managers and below positions.

The CVs are collect by following ways:

• HR CV Box

• Advertisement

• Internet Job Sites

• Employee Reference

• Universities

• Career Fair or Job Fair

• Other

CV Box of ROBI HR

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The Recruitment and selection Process of Robi Axiata Limited

There is a Box for CV in ROBI HR. In that box anyone can drop his or her CV in anytime.

From this CV Box HR sort out suitable CVs for the required position. This box is open for

everyone who wants to drop their CV. Almost every day this box gets full of CVs. It contains

about five hundreds of CVs. By this way ROBI HR collect a lot of CVs for job.

Advertisement

Advertisement is a well-known and worldwide accepted source of recruitment. Like other

company ROBI also use this source for recruitment. The main rules for advertisement in

ROBI are Newspaper Advertisement will be posted on the national dailies (maximum two).

Advertisement texts must be in the prescribed and approved format of ROBI.

Internet

Internet advertisement is another new source of Recruitment. Now a day every employee has

a website and they collect CVs by internet. Ever there is lots of job website and company can

send advertisement over there. Like other company ROBI also give advertisement over net.

Generally ROBI gives advertisement in www.bdjobs.com. The interested candidates whose

profiles match with the requirement can apply for job over the net. By this way ROBI gets

many CVs.

Employee Reference

Employee Referrals may be collected through circulation of advertisement to all employees.

ROBI consider employees reference because it got some advantage, the internal employees

know how to do the work so he can easily understand who can do the work. If an employee

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The Recruitment and selection Process of Robi Axiata Limited

refer someone that means he knows about him better and that helpful for the company

because ROBI believes employees cannot be harmful for company.

Universities

Universities are big sources of recruitment. There are many public as well as privet

universities send CVs for job. When students completed their courses, universities send their

CVs to ROBI for internship. And sometimes they send CVs for job also.

Career or Job Fair

This is another big source of recruitment. By participating in fair or sponsoring fair ROBI

gets a lot of CVs. ROBI participate in many fair like

• IBA Fair 2006

• ROBI Career Fair 2007

Between them ROBI was the main sponsor of ROBI Career Fair 2007 in which the author

(myself) got chance to participate. This fair was arranged by Dhaka University Finance

Department and ROBI was the main sponsor of it. It was a grand branding for ROBI as well

as ROBI got a lot of suitable candidate’s CV.

This is a great success for ROBI. Almost three thousands of CVs was in ROBI box when the

fair over. The main theme of the fair was to encourage student to come to ROBI and drop CV

in for job in ROBI. By this way ROBI HR collect CVS for job.

Source of data

Other Sources

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The Recruitment and selection Process of Robi Axiata Limited

Depending on the circumstances professional employment agencies, notice boards of

technical universities like BUET/ KUET/ CUET/ RUET, other universities like BUP,IBA,

NSU etc., and journals may be chosen for attracting applicants against job opening

Screening of Candidates

Following publication of Job Vacancy, concerned Divisional/ Department Head and HR

Division will scrutinize the applications and short list candidates for inviting to oral

interviews or written tests where applicable.

When screening the following criteria will be followed:

• For the Executive position, candidate must be at least graduate (from ROBI preferred

universities)

• For Executive and above, candidate must have at least 2nd class in all academic level.

However, in case of competent candidates with strong experience in the relevant field

such educational qualification may be relaxed.

• For Non-Executive permanent employees, minimum educational requirement is SSC.

• For Non-Executive contractual employees, candidate must be of class eight pass.

Written Exam

For every job ROBI HR arrange a written exam for candidates. The written exam is must for

each and every candidate. The written exam is called “General Ability & Psychometric Test”.

It contains two parts,

• General Ability

In this section, the general ability of the candidate has been checked.

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The Recruitment and selection Process of Robi Axiata Limited

• Psychometric Test

This is one kind of physiological test by which the behavioral sides of candidates have been

checked. This is the way of written exam that taken by ROBI for job. It is a very important

and useful way to find our good candidate from the all kind of candidate.

Oral Interview

For the oral interview, competency based structured interview will be conducted. The

standard Interview Assessment Form along with probing questions will be supplied by HR

Division. Position specific structured interview with necessary Proving Questions and

Assessment Form can also be developed/ used. The oral interview may take place in different

phases according to the decision of HR Division and concerned Division/ Department and on

the basis of Position:

• Preliminary Interview:

Conducted by the respective immediate Manager, another member from cross functional area

& HR.

• Second Interview or Final Interview:

Conducted by next level managers along with the respective Divisional/ Departmental Head..

• Interview of Key Position:

If the recruitment is for any key position/ AGM or above level a final interview must be

conducted with the Managing Director. Sometimes one interview makes the final result and

sometimes there is two or three interview. Interviews are arranging by HR. HR arrange

interview for every post even for a tea boy and for a driver.

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The Recruitment and selection Process of Robi Axiata Limited

Generally, these interviews are held in HR floor of ROBI. There is a separate room for

interview. These interviews are generally taken by managers of the required division and

there must be an HR person in that interview. In interview the interviewer find out the fact

candidate behavior as well as the ability of the candidate. Interviews also test the intelligence

and smartness of the candidate.

Pre-interview Form

Before the interview the candidates will be asked for filling up the pre-interview Form

(Appendix-RP-3), which will include all necessary information related to the candidates. A

Pre-Employment Form generally contain the following

Personal Information

• Name

• Father’s Name

• Mother’s name

• Permanent address

• Present address

• Date of birth

• Contact number

• Educational Background

• Job experience

• Reference

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The Recruitment and selection Process of Robi Axiata Limited

Signature

• Practical Test

ROBI take some practical for the technical candidates. Basically technicians have to face this

test. This test is called “tower Test”. Tower Test is a practical test. In this test the candidates

have to claimed up a technical tower which is twenty fit highs. The reason of this exam, is to

find is the candidates is able to claimed up a seventy-five fit tower or may be more then

seventy-five fit tower.

This interview is generally taken by technical people. They find out about the technician can

do that or not. They also ask questions about and select candidates who is suitable for the

post.

Final Selection

From the interview some suitable candidates come out. Once the final incumbent is selected,

HR Division (Compensation & Benefit) will initiate the compensation Plan and will make

offer/ process the appointment formalities. This time HR discuss about few things like:

• Terms and condition of company

• Salary and benefit

• Joining Final Approval

Like the requisition for appointing candidate the approval of MD is needed. This time HR

sends the approval to MD that these candidates are selected in interview for this position and

they are going to appoint these candidates for the post.

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The Recruitment and selection Process of Robi Axiata Limited

Medical Test

When the MD approved the appointment of the candidate HR call the candidate for a medical

checkup. The candidates have to collect a letter for medical from HR and go for the medical

test. The selected candidate must undergo a medical checkup and subject to satisfactory

medical report formal appointment letter will be issued.

Reference Checks

When a candidate is selected for the job, his or her given reference has been checked by HR.

Reference check may be conducted by HR Division upon acceptance of offer. Subject to

satisfactory response joining will be accepted

Appointment or Offer Letter

At last the after the medical test and reference checked, the offer letter for the candidate has

been issued. After that the candidate gets the call that he or she has been appointed and he or

she has to collect the letter from HR.

Acceptance of Offer Letter & Joining Procedure

The joining also has some procedure. In time of joining at first the candidates have accept the

offer letter by signing it. Then he or she has to fill up some forms like,

– HRIS form

– ID Card form

– Declaration

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The Recruitment and selection Process of Robi Axiata Limited

When all this formality is over the candidate will become one of the member of Axiata and

start working as an employee of ROBI.

Recruitment for Internship

Internship is one of the parts of graduation for student. In case of Bachelor of Business

Administration and Master of Business Administration, it is an obligatory. For this reason

Universities send CVs of student to ROBI for internship. Recruitment of interns just like the

recruitment of contractual. The candidates have to face the interview and if they get selected

then they will appoint as intern. Generally for internship ROBI ask for CVs to the reputed

Universities like Dhaka University, North South University and East West University etc.

The requisition for interns is send by the departmental head or the employee who need intern.

When requisition comes HR sort CVs and then arrange interview.

Conclusion

Every Recruitment is to hire the right kind of people at the right place selecting them through

an effective process from a pool of candidates in the job market. Effective recruitment shall

ensure the competency and high quality performance of the whole organization.

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The Recruitment and selection Process of Robi Axiata Limited

References

1. Fuad, S. (n.d.). Internship Report on Designing a Lean Recruitment Process at Robi Axiata

Limited.

2.Company Profile. (n.d.) Retrieved June 2016, from

http://www.robi.com.bd/en/corporate.

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